A business filled with “yes men” or “yes women” who are scared to upset the boss will stagnate and die.
That’s why I never want fear to be the prime motivator in my company. Do you? If one of my employees makes a mistake, I simply want a conversation, not a scolding. What happened? What was your thought process? Is there additional support I can provide?
A mistake doesn’t upset me, but hiding errors is a big no-no. That’s when I get upset, and if someone takes that route, they won’t be part of my team.
7 Steps to Hiring Quality Staff
The right business culture isn’t created through luck but through leaders establishing clear and proper frameworks for behavior.
Here are two words all CEOs must value: innovation and adaptability.
I love when one of my employees says, “Hey, I have an idea. What if we…”
That means the creative juices are flowing. That means a self-motivated person is interested in improvement, not just completing a task without thinking of the bigger picture and the health of our organization.
The idea may be actionable. It may not. But I want a culture of courage, where employees feel safe to express their thoughts and know their contributions are valued.
More Tips on Motivating Employees
Do you want the same?
Here are some tips on getting there:
- Share a Goal: Share a company objective and ask employees: How do we get there? How do we reach this goal? Give them a date when you’ll seek a response. Determine a reward you’ll give if an employee develops an actionable idea that makes a difference for your company. Let employees understand that innovation is rewarded.
- Share a Book: One of the keys to innovation is understanding how others think about your problems. I’m a voracious reader, and I appreciate employees willing to invest in expanding their worldview. If you have books that positively impact your thinking, share those with staff members. Also, share articles, reports, and news to spark new ideas.
- Share a Failure: Let your employees understand you’re not infallible. Let them see how you thought through a problem and how your solution turned out wrong. Explain why you thought what you did, what happened, and how you took action to correct your mistake. Essentially, give them a template for how you want them to address their mistakes with you.
- Offer Continuous Learning Opportunities: It’s easy to believe school ends when we graduate. Actually, the tests end. Yay! But education is a lifelong endeavor and full of joy if you embrace it. Offer opportunities for employees to learn and grow. This could be through workshops, seminars, or online courses. Let employees understand that their continued education is important beyond the job. You want to be surrounded by lifelong learners. Help them be that.
The Cost Benefits of Hiring Virtually
- Encourage Collaboration: Create opportunities for employees to discuss ideas informally. Regular team meetings, brainstorming sessions, and open-door policies can be instrumental in promoting such a culture.
- Implement a System for Idea Management: Establish a system to manage ideas. This could be a digital platform where employees can submit ideas or regular meetings to discuss new suggestions. Make sure there is a process for evaluating and implementing promising ideas.
To succeed, you need a culture of courage, not fear. You don’t need “Yes men” or “Yes women.” You need each team member striving to stretch their understanding and abilities and be unafraid to fail. That’s how they shine. That’s how your company does, too.
If you’re interested in talking with me about team building, I’d love it. You can click here to set up a time at your convenience.